New member of disabled staff journey

Application stage

The University encourages applications from candidates with a disability and will make reasonable adjustments where possible at all stages of the recruitment process.

Recruitment will be on merit and discussions about reasonable adjustments will be separate from consideration of the applicant's suitability for the post applied for.

During this stage there is an opportunity to disclose a disability or health condition anonymously for equality monitoring and/or discuss any concerns about the application process with Human Resources (HR).

Interview

Upon receipt of confirmation that you have been selected for an interview, this is an opportunity for you to discuss any access and or any other specific requirements to enable you to participate fully in your interview. The contact details for HR will be provided in the invite to interview letter.

Acceptance of offer of employment

This includes asking all new appointees to complete a health questionnaire and return it to Occupational Health (OH).

On joining the University

The appointee and line manager, as part of the induction process, discuss the appointee’s disability or health condition and decide if any reasonable adjustments need to be put in place (if this hasn’t been picked up by the OH questionnaire).

Depending on the information provided in the health questionnaire, OH may contact the appointee to discuss among other things, the day-to-day effects of their condition and whether any reasonable adjustments and/or awareness advice for the line manager is recommended or requested by the appointee. Any such advice to the line manager is discussed and agreed with the individual prior to sending.

If further advice is required in future by the line manager, for example if difficulties arise with the appointee's health, the line manager may refer the appointee back to OH, a confidential consultation will be arranged and OH advice in report format agreed with them.

Referral to OH

If the appointee is referred to OH, a report is prepared and with the appointee’s permission, shared with the line manager and HR Advisor.

Then reasonable adjustments are agreed by the line manager and HR Advisor and put in place. This may also involve other University services, for example, Estates Services, if adaptations to buildings are required.

PEEP (Personal Emergency Evacuation Procedure)

This may be required for some disabled appointees.

The HR Advisor asks the line manager to contact Health and Safety Services to discuss if the appointee will need a PEEP (Personal Emergency Evacuation Procedure).

Ongoing support

Reasonable adjustments to be reviewed regularly by appointee and line manager and if required, changes agreed and implemented.

Ongoing support provided by: line manager, HR, Health Assured and possibly Access to Work.

Other information

External support

An applicant/appointee can apply for external Access to Work funding at the interview stage through to when they have joined the University. Access to Work is a government scheme that aims to assist disabled people in employment or those due to start employment. If offers support based on an individual’s needs, which may include a grant to help cover the costs of practical support in the workplace.

An Access to Work grant can pay for:

  • special equipment, adaptations or support worker services to help you do things like answer the phone or go to meetings
  • help getting to and from work.

An appointee can apply for external Mental Health Support. The workplace Mental Health Support service is offered under Access to Work and delivered by Remploy. It is a free and confidential service available to any employees with depression, anxiety, stress or other mental health issues affecting their work.  

Related University policies

Contact us

Equality and Diversity Office
equality@york.ac.uk
+44 (0)1904 324680
@EqualityatYork

Contact us

Equality and Diversity Office
equality@york.ac.uk
+44 (0)1904 324680
@EqualityatYork